I need to get a few things off my chest but first, let me state the obvious. I have made so many terrific relationships in my nearly 20 years as a recruiter, focused solely on EDA/Semi. During that time, I have worked with hundreds of companies, talking to and helping so many C-level executives find the right new person that will help take their company forward, and have placed more people in our EDA world than I could possibly count. Recently things have changed and by calling attention to it, I hope more companies will consider the following when engaging a recruiter and interviewing candidates.
Let me start by making one point perfectly clear; I am on the company side when it comes to the actual hiring. Every company has and deserves the right to hire the candidate with the proper qualifications and cultural fit, and I always strive to help them do exactly that. If the candidate is deemed to be “not the right fit”, they should understandably not make an offer and let everyone know. What I am talking about in this article is more than that …I am NOT talking about the right of the company to pick the right candidate, the best candidate; I am talking about the methodology for interviewing and the respect for that process.